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Understanding LGBT+ Employee Networks and How to Support Them

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Understanding LGBT+ Employee Networks and How to Support Them Understanding LGBT+ employee networks and how to support them Dr Anna Einarsdóttir, Professor Karen Mumford, Professor Yvonne Birks, Dr Bridget Lockyer and Dr Melisa Sayli 1 Anna Einarsdóttir, Karen Mumford and Bridget Lockyer* are in York Management School, Melisa Sayli** is in Economics and Related Studies and Yvonne Birks is in Social Policy Research Unit at the University of York University of York Heslington York YO10 5DD United Kingdom Published October 2020 © The authors Further copies can be downloaded form https://lgbtnetworks.org.uk *As of 2nd January 2020 Bridget Lockyer is a Senior Research Fellow in the NHS **As of 15th April 2020 Melisa Sayli is a Research Fellow at the University of Surrey Acknowledgements The authors gratefully acknowledge the support and assistance of the Economic and Social Research Council (ESRC) whose funding [grant number ES/N019334/1] made this study possible. The authors thank the research partners; NHS Employers; Stonewall; and Employers Networks for Equality and Inclusion (enei); for supporting the development, progress and dissemination of the research. The authors also thank the Research Advisory Board for their support and guidance, particularly the Chair, Tracy Myhill, for her leadership and for paving the way for the project. Finally, the authors also thank those who responded to the online surveys, all the LGBT+ networks and research participants who took part in this study and gave their time generously. 3 Contents Foreword 5 5. Role and impact of LGBT+ Networks 41 Executive Summary 7 Raising awareness and visibility 42 1. LGBT+ Networks 9 Influencing the organisation 43 Supportive space 44 Research Advisory Board 10 What we did 10 6. Voice, silence and (in)visibility 46 Surveys 11 Case studies 12 7. Recommendations 51 Interviewees 13 2. Staff Networks in the NHS 14 Networks 51 Organisations 53 Existence, awareness of and 8. References 54 involvement in staff networks 15 Involvement in staff networks 16 Never been involved 16 Involved, but in the past 16 Currently involved in staff network 17 Why get involved in staff networks 19 Why do allies and others join LGBT+ networks? 22 3. LGBT+ Networks in a nutshell 24 Composition of Networks 24 Disclosure of sexuality and network involvement 27 What do members get in return? 28 4. Operation of LGBT+ Networks 30 Size, roles and (perceived) diversity 30 Format and engagement 32 Activities and participation 32 Materials 35 Allies 37 Challenges 38 4 Foreword Tracy Myhill | Chief Executive Swansea Bay University Health Board It is worth recalling that in 2015, Stonewall published a report called Unhealthy Despite the wealth of benefits, this research Attitudes.1 The research highlighted that over again demonstrates that whilst many LGBT+ half of NHS staff didn’t think sexual staff networks undertake important activities, orientation was relevant to healthcare, and they tend to operate on the periphery of their that one in every fourteen members of NHS organisations. staff said that they would feel ‘uncomfortable’ working alongside a trans colleague. Many As the UK’s largest employer, this research NHS staff feel they don’t have the knowledge provides the NHS with a real opportunity to or confidence to stand up for LGBT+ patients consider new ways to influence and change and colleagues who might need such support. the attitudes and behaviours of employees through the work of LGBT+ networks. This At the same time, the NHS has had a proud includes how networks can foster a better history of supporting employee-led staff understanding of their role, reinforcing networks. I have witnessed over the years this with formal mechanisms to ensure that how staff networks have improved the structures, processes and systems support the environment and outcomes for employees operation of the networks. In addition, this and the communities they serve. They have research seeks to ensure that members have been a valuable source of building empathy, the skills and opportunities to behave in a providing support to colleagues, challenging more inclusive way and, finally, that members mindsets, influencing policy and increasing and leaders in the system exemplify new and employee engagement, as well as providing more inclusive behaviours. valuable all-round support. 1 Stonewall. Unhealthy Attitudes: The treatment of LGBT people within This research is also timely. During the health and social care services 2015. Available from: http://www. research stage we saw, in Nov 2018, the stonewall.org.uk/sites/default/files/unhealthy_attitudes.pdf 5 publication by the UK Government of the LGBT Action Plan.2 The four-year plan contains more than 75 commitments aimed at improving the lives of lesbian, gay, bisexual and transgender people. In response, the NHS, in March 2019, announced the appointment of the first ever National Advisor for LGBT Health in the NHS, Dr Michael Brady, the Medical Director of the Terrence Higgins Trust and HIV consultant at Kings College Hospital. I welcome the links that the research team have developed with Dr Brady’s team to ensure that the research influences future policy and practice within the NHS. The report shows unequivocally that, whilst the NHS provides a very positive space for many LGBT+ networks, there is a real need for the sector to engage with LGBT+ networks and to review how it provides support for networks in order to ensure that NHS organisations maximise the benefits available from their LGBT+ networks. Finally, as a Stonewall Ambassador and openly gay chief executive of an NHS organisation, I have been proud to stand up for LGBT people and I was delighted to be appointed the chair of this research so that I could play a greater role in this agenda nationally. I am determined to support the NHS to work better for LGBT people because no matter what your gender identity or sexual orientation is, you should be able to reach your full potential. 2 Government Equalities Office, LGBT Action Plan, July 2018. Available from: https://assets.publishing.service.gov.uk/government/uploads/ system/uploads/attachment_data/file/721367/GEO-LGBT-Action-Plan. 6 pdf Executive Summary This report summarises the findings of Our report shows: a study into lesbian, gay, bisexual and transgender (LGBT+) employee networks • People join LGBT+ networks for different within the NHS. Funded by the Economic reasons. Most LGBT+ identifying and Social Research Council, the research employees join for strategic reasons was carried out by the University of York in (66.2%) or to meet people who share partnership with NHS Employers, Stonewall similar identities (61.2%), whereas allies and Employers Networks for Inclusion join to be more aware of LGBT+ related (enei), and generates a comprehensive matters (60%) or for strategic reasons picture of LGBT+ employee networks and (52.5%). their operations. Drawing on surveys of NHS trusts, over 4000 NHS employees • LGBT+ networks lack both gender and within trusts in England, and 9 case studies sexual diversity, with the largest group of LGBT+ networks in NHS organisations being gay men (41.8%), then lesbians in England (7), Scotland (1) and Wales (1), (22.4%), trans individuals (9.1%) and comprising observations of network activities bisexuals (3.6%). Yet, reports of outreach (45) and interviews (66) with network programmes to improve the diversity of members (45), HR representatives (5), EDI network members are rare (14%). leads (8) and chief executives (8), the report addresses the purpose and function of • Network members are more open (70%) networks; the composition of members; the about their sexuality than those who are sustainability of networks and their impact. not members (50%). Only 2% of network members are not open about their sexuality, compared to 37% of those who have never been involved in a network. 7 • Two in three network Chairs have no However, with institutional responsibilities formalised time allocation to carry somewhat taking priority, networks may not out the necessary duties for their staff currently offer a supportive space for gender network, and two in five reported that and sexual minority employees to grow as a they complete all network-related work community. on top of their normal working hours. Our findings further show that meetings are a central activity of most networks. Operationalising networks can afford organisational status and access to resources (e.g. time release and financial support), but neither is guaranteed. Formal agendas can also make meetings feel impersonal, prevent personal sharing and mute discussion around identities. One major finding is that the purpose of networks seems unclear, and information that could help guide networks is typically not available. Networks also face pressure both to keep activity levels up and to evidence impact. Without concrete evidence of local issues that need addressing, activities tend to be generic. Many rely on rainbow material or other free merchandise to raise awareness, signal understanding of LGBT+ related matters, or to showcase the organisation as inclusive, with outcomes from these - and culture change more generally - difficult to measure. Further findings suggest that LGBT+ networks are far from being diverse or representative of the groups that they claim to represent. Discussions around membership are given considerable space at (some) network meetings, but they are generally about numbers and the size of the networks instead of LGBT+ diversity or any other forms of diversity. Networks also lack critical information about their members. Consequently, under- (and over-) representation of individual groups remains hidden, and networks continue to fall back on a collective voice, which largely does not represent the wider or specific groups. Overall, our analysis shows that the role and impact of LGBT+ networks concerns three main areas: raising awareness and visibility; influencing the organisation; and creating 8 a supportive space and work environment. 1. LGBT+ Networks Gender and sexual minority employees form Despite the above developments, the evidence a part of wider organisational diversity in base on LGBT+ employee networks remains the British workplace.
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